Mandatory Right to Work Posting Update

The federal Right to Work posting, issued by the U.S. Citizenship and Immigration Services (USCIS) agency, updated Feb. 26, 2019. The last time the Right to Work/E-Verify posting updated was on Feb. 2, 2017.

What Changed?

The Right to Work posting was updated to reduce any unnecessary information and make it clearer for employees to understand the details of the posting. The layout of the poster was also slightly redesigned.

Who’s Affected?

Employers that fall into the following categories may be required to purchase or replace their Right to Work postings.

Federal Contractors

Employers with federal contracts are required to display the Right to Work/E-Verify posting for their employees.

Employers in Jurisdictions that Require Right to Work/E-Verify

Jurisdictions that require Right to Work/E-Verify postings in English and Spanish include:

• Alabama
• Arizona
• Mississippi
• Fremont, Nebraska
• South Carolina
• Georgia (Employers with 10 or more employees)
• North Carolina (Employers with 25 or more employees)
• Tennessee (Employers with 50 or more employees)
• Utah (Employers with 15 or more employees)

Also, many jurisdictions require Right to Work/E-Verify (English and Spanish) postings for specific employer types, such as:

• Employers who utilize E-Verify System
  • California
  • Colorado
  • Illinois
  • Louisiana
• State agencies or state and local government employers, or employers with state grants, tax credits, etc.
  • Florida
  • Idaho
  • Indiana
  • Michigan
  • Minnesota
  • Missouri
  • Nebraska
  • Oklahoma
  • Texas
  • Virginia
  • West Virginia

Right to Work/E-Verify Participating Employers

Many employers voluntarily participate in the program for non-jurisdiction related reasons. GovDocs sees many large organizations with locations in Right to Work/E-Verify required and non-required states who choose to have every location, regardless of jurisdiction, participate as an enterprise-wide initiative.

This Labor Law News Blog is intended for market awareness only, it is not to be used for legal advice or counsel.